Question 1

Which of the following is the outcome it is most important for an organisation to achieve when holding an exit interview following the voluntary departure of an employee.

Accepted Answer

While finding out why the employee is leaving and allowing them to express their dissatisfaction can be important, the most important outcome of an exit interview is to gather information that can be used to improve the organization in the future. By taking action based on the feedback received, the organization can reduce turnover and improve overall employee satisfaction. It is also important to formalize the separation, but this is a lesser priority compared to using the exit interview as a tool for improvement. Ensuring that the employee leaves happy is not the main objective, though it is still important to maintain a positive relationship with departing employees.

Question 2

When a job fails to satisfy a person's higher order needs, offering them better hygiene factors they may ask for, such as higher pay or a new desk, will motivate them, since they have specifically identified what they need.

Accepted Answer

This statement is incorrect. According to Herzberg's Two-Factor Theory, improving hygiene factors such as pay and working conditions can prevent dissatisfaction, but they do not necessarily lead to true motivation. In order to truly motivate an individual, their higher order needs such as achievement and recognition must be met.

Question 3

The question, 'What policies and practices do we follow that you feel are praiseworthy?' is one that might be asked in:

Accepted Answer

An exit interview often seeks feedback on what the organization is doing well, including praiseworthy policies and practices.

Question 4

Whether a need is a lower order or a higher order need, it may not always remain as a motivating factor, due to the fact that once satisfied, it may lose its importance and be replaced with a different need.

Accepted Answer

This is the concept of the hierarchy of needs proposed by Maslow, which suggests that once a need is satisfied, it no longer serves as a motivator and is replaced by the next higher order need.

Question 5

The importance of Victor Vroom's expectancy theory for leader-managers is that it reminds them:

Accepted Answer

Victor Vroom's expectancy theory suggests that motivation is driven by three factors: expectancy, instrumentality, and valence. Expectancy refers to a person's belief that their effort will lead to high performance. Instrumentality refers to the person's belief that high performance will lead to a desirable outcome. Valence refers to the value that the person places on the outcome. Therefore, the theory emphasizes the importance of helping people believe that they can succeed, and then letting them know that they will receive something they want in return for succeeding.

Question 6

What is the generally accepted benchmark for organisations in relation to voluntary turnover?

Accepted Answer

The generally accepted benchmark is to be in the 25th percentile for their industry in voluntary separation, indicating lower turnover compared to peers.

Question 7

Which of the following is the approach with the greatest chance of regularly succeeding when it comes to motivating people in the workplace?

Accepted Answer

Satisfying both lower and higher order needs is important in motivating people, but the most effective approach is to identify what individuals want from their work and give it to them in exchange for good performance. This approach acknowledges the unique motivations of each worker and creates a personalized incentive system that encourages productivity and engagement.

Question 8

Which of the following is a key factor for organisations in retaining Australian employees?

Accepted Answer

All of the responses listed are important factors in retaining Australian employees. A culture of clear values cultivates a sense of purpose and belonging, effective leadership guides and motivates employees, allowing employees to have a say promotes engagement and commitment, and offering mutual trust and respect fosters a positive work environment. All of these factors work together to create a desirable workplace culture that can retain employees.

Question 9

When an organisation is adequately motivating its workers, but a rival organisation does so even better, coercing employees to leave and join it, this is known as:

Accepted Answer

Pull turnover occurs when employees are attracted by another organization offering better incentives and opportunities, causing them to voluntarily leave the current organization. This is in contrast to push turnover, which occurs when employees are forced to leave due to factors such as job dissatisfaction or layoffs. Therefore, choice D, pull turnover, is the best fit for the scenario described in the question.

Question 10

Which employees should organisations be vigilant in 'looking after' due to the greater risk of them leaving the organisation or becoming disengaged?

Accepted Answer

All of these groups have specific reasons that might make them more likely to leave or become disengaged if not properly supported. Young employees and graduates may seek new opportunities for growth or better offers elsewhere. Employees with desirable skills are always in demand and may be tempted by competitors. Top performers may seek new challenges or recognition that matches their contributions.

Quiz 10: Understanding Motivation, Engagement and Retention